Nevada Training Requirements
In Nevada, sexual harassment prevention training is legally required for all state employees. As defined in Nevada Revised Statutes § 200.571, harassment includes threats that reasonably cause fear of harm or significant emotional distress.
Employees must complete 1 hour of training within six months of hire, with refresher courses every two years. While this statute applies specifically to public employees, private employers are strongly encouraged to follow similar practices under federal EEO laws and the guidance of the Nevada Equal Rights Commission (NERC).
To simplify compliance planning, here’s a streamlined summary:
| Requirement Area |
What You Need to Know |
| Who Must Comply |
All Nevada state agencies and public employees |
| Who Must Be Trained |
All employees and supervisors |
| When to Train |
Within 6 months of hire |
| Training Duration |
1 hour |
| Training Frequency |
Every 2 years |
| Training Format |
In person or online; must be clearly documented |
| Recordkeeping |
Strongly recommended to track employee completion and content covered |
Who must be trained in Nevada, and when should the training happen?
All Nevada state employees must receive sexual harassment prevention training within six months of their hire date. This includes staff in all branches of state government, as well as agencies with independent personnel systems.
Although private employers are not legally bound to this requirement, they are encouraged to adopt similar onboarding timelines to promote safety and reduce liability.
How often must training be conducted, and how long should it be?
According to state law:
Refresher training ensures employees are consistently reminded of their rights and responsibilities.
What topics must be included in Nevada sexual harassment training?
Training programs should include:
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The legal definition of harassment under Nevada law
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Examples of threatening, hostile, or sexually inappropriate behavior
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How to report incidents through internal and external channels
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An overview of criminal and civil penalties under statutes like NRS § 200.571
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Information about anti-retaliation rights and EEO protections
Training may also include real-world scenarios and discussion opportunities for better engagement.
Are there any training requirements for new hires or supervisors?
Yes. Nevada law requires that:
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All new state employees receive training within 6 months of hire
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Supervisors must also participate in training to understand how to properly handle complaints, monitor behavior, and prevent retaliation
Private employers should also provide early training and ensure managers are trained in complaint resolution.
What are the recordkeeping requirements for Nevada employers?
While not formally legislated, state agencies are advised to maintain records that include:
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Completion logs with employee names and dates
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The training content or outline used
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Any certificates or acknowledgments signed by participants
This documentation is essential for demonstrating compliance during audits or investigations.
What law governs sexual harassment training in Nevada?
The legal foundation comes from Nevada Revised Statutes § 200.571, which classifies harassment as a crime if it involves threats that cause reasonable fear or mental distress. Penalties include:
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Misdemeanor charges for first-time offenses (up to $1,000 fine and/or 6 months in jail)
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Gross misdemeanor penalties for repeat offenses (up to $2,000 fine and/or 364 days in jail)
Sexual harassment may also constitute discrimination under Nevada EEO law, triggering both civil remedies and agency enforcement by NERC or the EEOC.
How can employees file a harassment complaint in Nevada?
Employees can:
Complaints should include relevant documentation, dates, communications, and names of any witnesses.
Where do I find a sexual harassment training program that complies with my workplace requirements?
Below are expert-developed, state-compliant training courses built for both public and private sector employers. Before assigning them, be sure to:
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Add your department or agency’s branding
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Customize the content to reflect internal complaint policies
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Review your anti-harassment procedures to align with state mandates
Each course is fully editable and designed to help you promote compliance, accountability, and workplace safety.
